Stats
Essential stats highlighting the importance of getting Employee Communications right in your organisation.
Employee Engagement
Employee engagement is essential for any company's success. The question is, what exactly do employees want from their workplace to keep them engaged? There’s no single answer because different people want different things.
That’s why communication and engagement in the workplace are key to employee attraction and retention, as well as overall employee wellbeing and performance. Understanding what motivates people, what turns them off, what gets them excited, and what makes them tick, is vital for a positive work culture. And the best way to do that is by asking them, including them in everything you do, and really listening.
45%
of respondents who aren’t able to work from home reported having less job satisfaction than their colleagues who can
4.6x
more likely for employees to feel empowered to perform their best when they feel heard
73%
of employees surveyed would consider leaving their current role for the right offer - even if they’re not actively looking for a new job at the moment
Recognition
Never underestimate the power of Recognition.
When you take the time to recognise and acknowledge your people for engaging with and demonstrating your brand values - whether or not it includes some kind of rewards - they feel seen, appreciated and valued. When employees don't feel recognised, they feel disconnected and disempowered.
Only 26%
of managers strongly agreed that their company praises or thanks employees for the good work they do based on their company’s values, and almost a third agreed that they struggle to find the time to give out thanks and praise
78%
of younger millennials and Gen Z saying they want that regular appreciation – and having the confidence to demand it.
68%
of employees think that public recognition has at least some impact on their ability to get a raise or promotion
Reward
Adopting a holistic approach to Total Reward is a powerful tool to attract and retain talent, and improve overall performance of organisations. But what happens when communication of these rewards falls short?
Successfully communicating the value of your employee reward package can increase job satisfaction and performance, raise retention rates and attract new talent – goals that almost every ambitious company has. Despite knowing this, a lot of organisations are missing the mark when they communicate their total reward to employees, meaning reward isn’t driving the results it should be.
16%
of employers who responded to the Benefits and Trends Survey still communicate their total reward statements via paper
38%
of HR workers don't agree that their current recognition and reward programmes are as effective as they could be
Diversity & Inclusion
There’s a useful metaphor that compares diversity and inclusion to an orchestra. Building diversity is about bringing in all the different instruments. Building inclusion is about creating a performance in which every instrument is used at exactly the right time, in exactly the right way.
That rarely happens. Even in the best orchestra, a musician may play a note wrong, miss a cue, drop the beat. And every time a new musician joins the orchestra, or one leaves, the orchestra has to readjust to stay in tune.
The same is true of inclusion. It requires continual readjustment.
Health & Wellbeing
There are a myriad of reasons as to why wellbeing matters to businesses. But if you just want the short summary: employee wellbeing boosts productivity, attracts and retains talent, and boosts creativity and innovation.
This is a topic that matters. That’s why our first ever Caburn Hope podcast was a deep dive into wellbeing at work. How do you generate it, how do you embed it, and how do you maintain it?
51%
of organisations take a strategic approach to employee wellbeing. These organisations are far more likely to report a number of positive achievements from their activity, at both the individual and organisational level
76%
of stressed employees say financial worries have had a negative impact on their productivity
25-34 year olds
are the most affected age group when it comes to financial stress (35% cite finances as a cause of stress)
Less than 50%
of U.S. workers strongly believe their organisation cares about their wellbeing
